1. Office of Diversity and Inclusion 810 Vermont Avenue, NW Washington, DC 20420 http://www.diversity.va.gov Federal Asian Pacific American Council (FAPAC) 30 th National Leadership Training Conference Andy Gonzalez, Diversity Specialist U.S. Department of Veterans Affairs VA Asian American Pacific Islander Workforce Data

2. Mission & Vision Mission To build a diverse workforce and cultivate an inclusive workplace to deliver the best services to our Nation’s Veterans, their families, and beneficiaries. Vision That VA is a leader in creating and sustaining a high-performing workforce by leveraging diversity and empowering employees to achieve superior results in service to our Nation and its Veterans. 2

3. Office of Diversity & Inclusion Georgia Coffey Deputy Assistant Secretary Workforce Analysis Team Manages the workforce planning and analysis system, conducts technical assistance and training, creates analytical tools and techniques in the area of diversity for managers and supervisors, performs adverse impact assessments and prepares ad-hoc analysis and reports. Outreach and Retention Team Develops diversity and affirmative employment policy, manages special emphasis programs, provides guidance on diversity internships, produces a majority of the Department's annual diversity reports, conducts Technical Assistance Reviews (TARs), and facilitates outreach with community and VA supervisors to increase diversity awareness and opportunities. Training and Communications Team Provides diversity and inclusion training (online and onsite), distributes weekly diversity news updates and bimonthly newsletter, produces monthly video news program, and prepares various how-to guides and special reports, and maintains the ODI Web site. 3

4. Definition The Relevant Civilian Labor Force (RCLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed in or unemployed and seeking employment in VA specific occupations. When the organization has a presence in Puerto Rico, the population of Puerto Rico is included. The Civilian Labor Force (CLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed or unemployed and seeking employment in all U.S. occupations. The CLF does not include Puerto Rico or other U.S. territories. 4

5. Onboard Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF) CLF and RCLF based on 2010 Census. Includes permanent and temporary employees. March FY 2015 total onboard: 353,240 5

6. Asian American Native Hawaiian/Pacific Islander Employment Representation Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF) 6

7. Percent in Wage Grade Jobs as of March 31, 2015 7

8. Onboard Representation by Race/Ethnicity and Administration as of March 31, 2015 VACOVHAVBANCA Total Onboard Mar FY15 Participation Rate RCLF Total Onboard Mar FY15 Participation Rate RCLF Total Onboard Mar FY15 Participation Rate RCLF Total Onboard Mar FY15 Participation Rate RCLF Hispanic Male 5494.26%4.60% 9,8903.12% 3.80% 6432.98%3.12%1408.09%18.09% Hispanic Female 2381.85%3.21% 11,7363.70% 5.82% 5822.69%5.69%352.02%3.41% White Male 5,38841.82%44.87% 74,15323.39% 21.65% 6,68330.95%30.58%89151.50%39.71% White Female 2,71921.11%27.97% 114,97936.27% 46.72% 5,86627.16%41.40%23413.53%22.25% Black Male 1,57612.23%5.05% 28,2778.92% 3.46% 2,72112.60%3.48%19411.21%5.55% Black Female 1,51111.73%5.04% 46,93114.80% 9.38% 3,75417.38%9.62%1357.80%3.99% Asian Male 4363.38%4.87% 9,2232.91% 2.93% 3261.51%1.97%251.45%1.68% Asian Female 2271.76%2.48% 15,2974.83% 4.58% 2991.38%2.66%120.69%1.50% Native Hawaiian/Pacific Islander Male 140.11%0.06% 4220.13% 0.04% 440.20%0.02%160.92%0.06% Native Hawaiian/Pacific Islander Female 120.09%0.03% 5440.17% 0.08% 260.12%0.07%20.12%0.00% American Indian/ Alaska Native Male 1050.82%0.40% 1,7460.55% 0.27% 2341.08%0.25%261.50%0.58% American Indian/ Alaska Native Female 530.41%0.34% 2,8200.89% 0.66% 3081.43%0.49%70.40%0.29% Two or More Races Male 320.25%0.30% 3840.12% 0.19% 470.22%0.16%100.58%0.23% Two or More Races Female 230.18%0.20% 6290.20% 0.38% 630.29%0.31%30.17%0.06% TOTAL 12,883100.00%99.12% 317,031100.00%99.15%21,596100.00%99.82%1,730100.00%97.40% * Red font means less than expected participation relative to the RCLF. 8

9. Asian American Native Hawaiian/Pacific Islander Top 5 Occupations as of March 31, 2015 Occupation Total Asian American Native Hawaiian/Pacific Islander 0610 Nurse7423 0602 Medical Officer5920 0660 Pharmacist1393 0300 General Administration1278 0620 Practical Nurse862 9 Total March FY15 Asian American Native Hawaiian/ Pacific Islanders Onboard: 26,925

10. Asian American Native Hawaiian/Pacific Islander Top 5 Wage Grade Occupation Series as of March 31, 2015 10 Occupation SeriesTotal Asian American Native Hawaiian/Pacific Islander per Wage Grade Occupation Series 7400 Food Preparation287 3500 General Services200 3566 Custodial Worker199 4700 General Maintenance & Operations 70 7404 Cook50

11. Asian American Native Hawaiian/Pacific Islander Onboard Individuals with Targeted Disabilities (IWTD) as of March 31, 2015 VA IWTD Onboard: 2.16% 11

12. Asian American Native Hawaiian/Pacific Islander Leadership Pipeline Representation as of March 31, 2015 12 Includes permanent and temporary employees.

13. Asian American SES Representation as of March 31, 2015 13

14. Native Hawaiian/Pacific Islander SES Representation as of March 31, 2015 14

15. Outreach Return on Investment (FY 2014 Applicant Flow Data) Except for White, all groups applied and selected higher than CLF availability. *Based on applicants’ voluntary responses to background survey. In FY 2014, about 47 percent of applicant completed the survey. Data as of the end of September FY 2014. 15

16. Cumulative Hires as of March 31, 2015 16 Includes permanent and temporary employees.

17. GS/GM Promotions (Title V and Title 38 Only) 17 Includes permanent and temporary employees. Includes GS/GM 1-14, Title V and Title 38. Low promotions for Asian males and females. This is expected because 25-30% of the Asian population is already at the GS15 level.

18. Voluntary Separations 18 Includes permanent only separations. Total Voluntary Separations as of March FY15: 12,845 Retirements are 40 % to total voluntary separations

19. 19 Voluntary Separations (Excluding Retirements) Total Voluntary Separations (excluding retirements) as of March FY15: 7,257 Includes permanent only resignations.

20. Involuntary Separation 20 Includes permanent only involuntary separations. Total Involuntary Separations as of March FY15: 556

21. Take Away Native Hawaiian/Pacific Islanders exceed their expected representation At the VA-viewing level Asian Men fall below expected representation Asian Men fall below expected representation for VA, VACO and each administration that includes: VHA, VBA and NCA. Asian Females exceed their expected representation in VHA and fall below expected representation for VACO, VBA, and NCA administration. 0610 Nurse Job Series is the top occupation for AAPIs AAPIs show less than expected representation in the SES cadre. VA has entered into a MOU with the AAFEA and the AAGEN to build on collaborations for performing outreach, and leveraging resources for talent management of diverse groups within the Federal sector. VA will participate in AAGEN’s 10 th Leadership Workshop on June 11th, 2015. ODI will create a VA-wide memo announcing the event to encourage employee participation. 21

22. ODI Diversity and Inclusion Workforce Initiatives By means of ODI’s National Diversity Internship Program (NDIP), VA has partnered with the Asian Pacific American Institute for Congressional Studies and the International Leadership Foundation to build a pipeline for workforce diversity. MyCareer@VA career mapping program to address grade disparities and glass ceilings for all groups, including AAPIs. Implemented cultural competency and unconscious bias training for employees, and mandatory D&I training for all managers. Implemented the new Diversity and Inclusion Indices to gauge workforce diversity and workplace inclusion. Implemented mandatory D&I performance element in SES plans tied to the D&I Strategic Plan. ODI has partnered with VA’s FAPAC Chapter to provide virtual career development training (MyCareer@VA) to VA employees. 22

23. Core Understanding EEO refers to the laws, regulations, and policies that guarantee our rights to equal opportunity in terms, conditions, and privileges of employment. Diversity is “…all the ways in which we are similar and all the ways in which we differ." Outreach-focused -- Dr R. Roosevelt Thomas, Jr. Inclusion is leveraging the diversity in our workforce to achieve full participation and optimum performance; it is about empowerment and engagement. In-reach focused. 23

24. Contact Information 24